Download Handout 3.1 The Three Keys to Masterful Facilitation

Handout # 3.1
The three keys to Masterful Facilitation
Masterful Facilitators are distinguished by an ability to achieve dramatic results with
what appears to be minimum effort. This ability is based on understanding three
fundamental concepts:
1. Purpose
2. Result
3. Level of Intervention
1. Purpose
People and organizations become preoccupied with what they are doing and fail to
evaluate the reason for engaging in the activity and the degree to which the activity
contributes to a desired outcome
The bloom sometimes falls off the rose when we look to see how much of that activity
is purposeful – that is, consistent with, and moving toward, a clear vision of a better
future state.
Clarity of purpose is crucial to organizational and individual effectiveness. When
asked to help, the first question a Masterful Facilitator should ask is “What is your
purpose” We want to be sure the person requesting facilitation can clearly articulate
both the reason for his her actions and how facilitation intervention fits into that
purpose.
2. Result
“What result do you want?” Most people have an answer to the question – although
it’s usually obvious and often inaccurate. Masterful facilitators are distinguished by
their ability to continue probing to discover what is really wanted, and to help the
person or organization direct energies toward achieving objectives as effectively and
efficiently as possible.
The facilitator should examine each facilitation exercise, activity, format, and agenda
to see how it contributes to the desired outcome, throwing out those interventions that
add little or no value.
3. Level of Intervention
-
Intellectual
Personal
Level
Intellectual
Personal
Past
Present
Future
The goal of masterful facilitation is to create lasting change in the most effective and
efficient manner possible, facilitator should intervene at the personal level at present
state. (here and now)
The most powerful, most effective, and most efficient intervention occurs when you
address what is happening in the room at the moment. This requires that you be alert
to behaviors that impact the other party’s ability to achieve his or her desired result,
and raise awareness of those behaviors.
Purpose, desired result, and level of intervention are the three keys to Masterful
Facilitation.
The Knowledge and Skills of the Facilitator
“Skin like a rhino, eyes in the back of the head, a heart like Mother Teresa’s, the
wisdom of Solomon, and the intellect of Einstein – and extrasensory perception.
Personal Qualities
1. Self-Awareness
2. Credibility
3. Congruence – The facilitator is authentic, open, and genuine, with no hidden
agendas.
4. Empathy – Communicating that you see things from another person’s
perspective.
5. Acceptance – ability to take people as they are, without allowing your personal
feelings to get in the way of your work.
6. Flexibility
7. Emoting – ability to become aware of and express personal feelings and
emotions
8. Assertiveness – ability to be assertive – to suggest ground rules when needed,
to stop the action when real learning may occur, and to protect participants
from physical or emotional harm.
Skills and Abilities
1. Technical Competence
2. Observation Skills – The ability to be aware of what is happening both around
you and inside you is the primary means by which you determine the
appropriate intervention and measure your progress.
a. Is the group progressing toward its desired objectives? Is the work
getting done?
b. Are the team members building positive relationships? Are the
relationships helping achieve the objectives?
c. Is the facilitator fully engaged and focused on helping the group
achieve its objectives? “What is going on inside of you?
3. Communication Skills – Superb communication skills – with minimal, wellchosen, verbal, nonverbal, and written interventions
4. Teaching Skills – Teachable moments: opportunities for people to gain new
knowledge and perspective.
5. Directing Skills – There are times when the group may be floundering and the
facilitator must become directive, taking a more assertive approach to pushing
for change. There are ways to influence direction without allowing the other
party to abdicate responsibility for results. Facilitators use control with a great
deal of restraint.